No raises. You get a Christmas card with a picture of the Koch Family, some of the riches people on planet earth though. Not even with a coupon for free toilet paper.

None of the Management in my area understood MBM. The review process was supposed to be based on measurable performance and goals. They manufacture situations right before your review to set you up to fail so they can justify not giving you a raise. The review will be about interpersonal improvement. Nothing measurable or value related which is really what MBM is all about. Previous employers I had include one sentence on interpersonal skills as everyone can improve in that area but the majority of your review was about your performance (not manufactured). A GP review reads like a 5th grade girl talking about her nemesis who stole her friend or boyfriend rather than a Corporate Giant's performance review.

New ideas are frowned upon by the 20 year veterans. They are barely past the typewriter age so if you have innovative time saving ideas that involve anything past the 80s, you will be the enemy. Watch your back. They say they want new ideas but they don't. I was even told I need to do things their way. So the entrepreneurship they preach is another lie. Do as they say.

Oh, if Management makes a mistake, they will cover it up saying they were performing a risk assessment. And, if you need to elevate a problem, they give the problem right back to you or ignore you and hope it goes away.

Advice to ManagementAdvice

Understand Value and what measurable means. There is plenty of pride all around, but the principle is called Humility. Show some and be sure the Managers lead by example with intellectual honesty. Your old timers are eating up money while having 6 weeks vacation that you could spend on Innovator's raises.

I highly suggest not working here. They promise you the world and once you are in. NOTHING.every year they take something away and claim it's the economy and lean times and need to be creative.Very dissastified and the MBM guidelines need to be followed by every employee but the managers dont' follow them. do not work here or use it to get experience for another place.

I have been working at Georgia-Pacific Corporation full-time (more than 10 years)

Pros

The pros are some of the decent co workers who you might find yourself working with.

Cons

Management will punish people for turning in safety concerns.Management will lie to authorities having jurisdiction when they do not provide a safe environment for employees or keep up on mandatory safety programs in things like cranes and elevators.Management will run people off who show concern about issues that management thinks is not an issue.Check this places record on OSHA violations.Company ignores the contract which is basically the rules on how people are treated and give no valid reason to do so and then force the union to take the issue to court.Most employees are disgruntled.Most angers do nothing to change that.Policies are unclear and unevenly implemented or enforced.When times are tough they fire people for any reason.Every year benifits are cut and raises do not keep up with the coat of living.

Advice to ManagementAdvice

Sell your company to an owner who cares about the people, product and equipment.

I have been working at Georgia-Pacific Corporation full-time (less than a year)

Pros

The employees make a great team. I enjoy my boss. The company gave me my asking salary but didn't bother telling me it was a job that usually was 25k to 30k more.

Cons

Everyone in maintenance including mechanics, techs, coordinator, & director work everyday. Everyday. Did I mention every day? Holidays, weekends, you name it. I'm there with no overtime. My pay is 25k to 30k less than average for other companies. No bonuses. The company takes advantage of their salary exempt employees by making them come in every day if you're in the maintenance Dept.

Advice to ManagementAdvice

Review the laws regarding labor before the employees go after the company. Hire more maintenance technicians. Any salary exempt employee working every day with overtime and no days off should be non-exempt to receive proper pay, or give them time off.

I have been working at Georgia-Pacific Corporation full-time (more than a year)

Pros

They company pays relatively well compared to others in similar type position. Some positions allow you to work from home on occasion.

Cons

Very much favoritism based company, political comments in many meetings and presentations, the company owns its own staffing company called Encadria thats sole purpose is to hire people for Georgia Pacific which allows them hire employees that get paid poorly and don't get benefits but do a lot of the same work as others. Processing for the organization are repudiative and cumbersome. They throw their MBM guiding principals down your throat but don't follow them by any means. The company wastes money in so many ways yet can't make decent improvements to things.

Advice to ManagementAdvice

Stop shove your political opinions down our throats, make smarter choices, hire your dedicated people whom you lead on via your own temp agency and have better training of management.

I have been working at Georgia-Pacific Corporation full-time (more than a year)

Pros

I had such high hopes and was excited about starting the job with GP.There are really good people that work here.401(k) match is really good (but I'll be leaving that behind when I leave....3 year vesting period)I've had good experiences when dealing with some of the corporate groups (MBM training...Awesome! OPEX group.....Awesome!)

Cons

Dysfunctional Leadership at the top. I was in a plywood mill and it seems that the Building products division is behind the times.Command and Control style leadershipLow morale on the production floor because leadership fails to act in the best interest of the workersLack of trainning

Advice to ManagementAdvice

If the plan is to have the building products mills around for the long term....then get rid of the unqualified leadership. Transfer some of you leadership from the Consumer Products side of the business so they can help straighten things out (Reliability, Continoious Improvent, etc)

If the plan is to run building proudcts into the ground or sell it off at at later date.....keep doing what you're doing.

They will give you a regularly scheduled paycheck and will treat you great during the hiring process. A key benefactor here is that if you know what your worth, they will pay it to you. Just be sure to get it up front and in writing. Because once your hired on you become "owned property"

Cons

Raises and reviews are based on hours worked, not effort. The one way around that is to kiss up. Corrigan Tx is ran by a team of evil plywood demons that will work you to the brink of death and then hold you "accountable" for your exhaustion. Safety is an afterthought, even after having senior team members die in a terrible accident. Even after the accident it was all about making plywood and playing catch up. What's even worse than that is the fact that no one in Atlanta will do anything about it. They have lost a lot of great talent lately, and still no change. Senior people have gone years with little to no "bonus" and have not seen a single cent in the form of a raise. GP may be a good company, but avoid the "Building Products" division at all costs!! The have people in roles that are supposed to care and improve things, such as Continuous Improvement, but it is a joke. Nobody will listen to an idea or acknowledge an issue unless your high level. A Supervisor that was a previous CI guy left for that very reason. They have a Training Coordinator, but does no training. They send you to training that Corp. puts on and then will tell you "we don't do it like that" afterwards. . Great leaders leave as soon as their contract is up. Even those with strong military backgrounds leave in disgust. The HR Dept. Well, they are the gate keepers that allows it all to happen and protects the evil team that is in place.

Advice to ManagementAdvice

Pay attention to what's going on!! Lives are at stake and families depend on you to do what's right!!

I have been working at Georgia-Pacific Corporation full-time (less than a year)

Pros

Close to home...good pay...good benefits.. Great employees. Good employee service center online to review your benefits and employee info

Cons

Crappy scheduling of work to be done, mandatory overtime working employees on average of 68 hrs a week. Horrible training process. Setting unrealistic goals using a 1/3 of the workforce that would be needed to complete said goals

Advice to ManagementAdvice

Please stop working your employees into the dirt. Team morale is gone BC of this. Exhausted employees = crap quality products and loss of future business. Stop setting unreasonable goals for production and get more of a lead time to complete orders for customer ( i .e . be prepared for machine breakdowns material issues etc.) Set up a system of overtime for everyone....not just low seniority. Work a week or 2 of 12-14 hr days consecutively and either get a week of normal hours to recharge or get a 1/2 point deducted if applicable. I'll end with this I would love to try and fix this for the people at the owosso Michigan plant and I guarantee if you make these people happy you will have a much easier flow of work better quality products and tons more respect from this group of great people

Glassdoor has 44 Georgia-Pacific Corporation reviews submitted anonymously by Georgia-Pacific Corporation employees. Read employee reviews and ratings on Glassdoor to decide if Georgia-Pacific Corporation is right for you.